20 Constructive Feedback Examples for Performance Reviews (2022)

What is constructive feedback? Constructive feedback is guidance that helps the recipient achieve a positive outcome. Even the best managers struggle to deliver feedback effectively — so we’ve developed these 20 employee feedback examples to help.

Ready to drive engagement during your next 1-on-1 or formal performance review? Let’s dive in!

🗣 Feedback examples for speaking over others

An employee who speaks over others in meetings can seem rude or overbearing. However, they may feel this exact trait reflects their passion, expertise, or leadership qualities. So appeal to this enthusiasm:

1. “It’s clear you’re excited about the project. But sometimes, when you get excited, you don’t leave room for others to bring their ideas to the table. In particular, I noticed that you spoke over David and Muriel several times throughout the meeting. Did you notice this, too?

2. “In group setting, I’d like you to make space for others in conversations and meetings. It’s a necessary skill for your career development and helps utilize the full talents of the team. What do you think?”

Video tips: Take the fear out of feedback

💬 Feedback examples for poor communication skills

Communication can be challenging if employees are anxious about coming to you with questions or obstacles. Encourage communication by setting clear expectations and responding positively to updates.

3. “I really appreciated how you kept me up to date on X project this week — it helped me coordinate with our stakeholders, and I’m excited to share that we’re on track to launch. It’s also great to see your process. I’m impressed with the efficiencies you’re introducing.”

4. “I’m curious about where we are with Y project. If any issues have come up, it’s best that I know as soon as possible so I can help you get back on target. How about you shoot me daily updates just so I know where we are?”

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🗓 Feedback about time management and deadlines

Time management issues can signal disorganization or unrealistic ambition. In both cases, focus on this as an opportunity for professional growth.

5. “I can’t help but notice that this is the third deadline that’s caught up to you this month. I understand this is a fast-paced environment, and I think you’d be more effective if we rethought your time management strategies.”

6. “Thanks for letting me know you’re running behind schedule on this project. Let’s take a look at your goals and see how you’re spending your time — I bet there are opportunities for efficiencies there.”

🎯 Constructive feedback about missing goals

Your most engaged employees will already be disappointed in themselves for missing a goal. Acknowledge their disappointment and their hard work, and reframe the issue as a learning experience about goal-setting.

7. “It’d be great to see you take on fewer projects, or narrow your focus to be more attainable. What do you think?”

8. “Your work on X, Y and Z were solid, valuable accomplishments this quarter. I know you didn’t complete every goal you set, and that’s okay — it’s great to see you reach high. But I recognize that it can be discouraging, too. So let’s take this opportunity to rethink your goals moving forward.”

🔍 Feedback examples about attention to detail

Mistakes happen. When giving feedback, cite specific examples to help the employee see where you’re coming from. You can help provide a valuable perspective shift, and suggest a solution.

9. “You know I’ve always appreciated your grasp of our larger vision, and it’s great that you see big-picture. But you’ve missed out on some smaller details in your last few projects, like X and Y. Unfortunately, that ultimately set the team back because they had to correct those oversights.”

10. “I’d love for you to keep that big-picture vision while working on those little blind spots. For your next project, let’s put together a detailed checklist of all your deliverables to make sure you don’t miss anything. Give it a shot, then let’s follow up and reassess from there.”

⏰ Constructive feedback for tardiness and absenteeism

In many cases, employees who are perpetually late or absent have difficulty self-organizing and may already feel embarrassed.

Resist focusing on the employee as the problem. Instead, call attention to the issue, and help redirect by focusing on the effect the tardiness or absenteeism has on employee’s ability to excel in their day-to-day tasks.

11. “Hey, I noticed you weren’t in our last few morning meetings. I’m concerned that you may have missed some important information, and that it will be difficult for other team members to sync up with you. I’d like to take the time to go over what you missed now. Then, let’s work out a plan together so this doesn’t continue to happen in the future.”

🧩 Feedback for failing to problem-solve on one’s own

An effective employee feels empowered to take initiative and solve problems — and when they don’t, they can slow and distract others on the job.

You could get them a rubber duck. Or, highlight their competencies to help these birdies feel confident stretching their wings.

(Video) 20-Minute Peer Feedback System

12. “You did a fantastic job collaborating with your team last week, but I worry that you may have derailed Howie by seeking his help with X. I’ve seen you work, and I’m confident that if you’d thought about it a little longer, you could have come up with a solution on your own. I know you can do it. Do you believe you can?”

13. “It’d be great to see you tap into your resourcefulness and apply it to problem-solving before reaching out to others. Try sitting with an issue for 5 minutes before you reach out to anybody else. If this doesn’t work, check in with me and we can come up with a solution.”

Need to give your manager feedback? Read:
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📉 Constructive feedback about decreased productivity

If an employee’s performance has dropped, there could be any number of reasons — from personal life changes to disengagement. The underlying cause will change the conversation, so address the topic generally.

14. “I wanted to check in and see how things are going. You don’t seem to be quite as engaged at work lately — is there something I can do to help you get back on track? I’d like to keep you happy here. Let’s set a time to review your goals and responsibilities and make sure we’re on the same page.”

👎 Constructive feedback for a toxic attitude

Address toxicity in the workplace swiftly, before employee negativity demoralizes your team. Emphasize that you’re listening to the employee and want to be helpful. But also be clear about the impact of their behavior, not yours, on the team and company.

15. “I’m glad we’re taking the time to check-in. I feel like you haven’t been as happy at work lately. How do you feel? Is there something I can do to help you have a better experience here?”

16. “I appreciate your input. When you have an issue, it’s helpful for me and the team if you share it with me so I can address it. That’s a positive, productive move. If you talk to your teammates about your issues, I can’t help you solve them, and it creates an atmosphere of negativity.”

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🐍 Constructive feedback examples for office gossip

A little “harmless gossip” is rarely that. A few whispered words can rapidly snowball into morale-reducing drama. If you learn an employee has been gossiping, address them directly and privately.

17. “I know there are a lot of rumors flying around about X, and I know you’re concerned about it. I value your trust and contributions here, so I’d like to set the record straight and explain what I can.”

(Video) Constructive feedback| Feedback | Types of feedback| Importance, procedure of Constructive feedback

18. “I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.”

🧠 Feedback about emotional intelligence and rudeness

In a dream world, IQ and EQ would go hand in hand. In busy offices, they can clash like titans. Help by avoiding making the employee feel ganged up on, and emphasize that you’re listening.

19. “Hey, I wanted to check-in and see how you felt about your work this week. Samika mentioned that you used a sarcastic tone with her in a meeting and it made her uncomfortable. We need to be able to function as a team, and I was hoping to hear your side of the story to see if everything is okay.”

20. “This morning you left our team meeting early. I could tell you were frustrated by the discussion, but walking out on your teammates doesn’t show them the same respect they show you during the conflict. How can we find a solution moving forward?”

What is constructive feedback?

Constructive feedback is guidance that helps the recipient achieve a positive outcome.

Constructive feedback is corrective, but not critical. A good litmus test for if you’re about to deliver criticism or constructive feedback is to ask yourself, Do I have the other person’s best interest at heart? and How would I feel in their shoes, receiving this feedback?

If your answers are, “I’m not sure,” and “probably terrible,” take a step back! Examine what you wanted to say. Is it necessary, or were you just blowing off steam? If itis necessary, find a way to reframe it. Use our tips in the next section to deliver constructive feedback like a champion.

How do you give constructive feedback?

1. Clarify what you hope to achieve with the feedback

Ask yourself,What is my desired outcome?andHow can I deliver the feedback in a way that they will be the most able to receive it, and execute toward that desired outcome? Answering these two questions will help you determine both what to say and how to say it.

2. Be timely with feedback

Deliver feedback when it’s still relevant — the fresher, the better. This helps the other person make changes while they still have time to make an impact. “You did improve, but you were late to a lot of meetings early last quarter, and it was disrespectful to the team” doesn’t help anybody. It just makes the employee feel bad knowing that their team was upset with them, and has no impact on their current behavior.

3. Give feedback face-to-face

Let’s face it — giving constructive feedback can be awkward for both parties. But don’t give into the temptation to wuss out and send hard feedback over Slack or email. The fact is, it’s just too easy to misinterpret text. Deliver your feedback in real time, either in person or on video chat, so you can see how the other person is reacting, and answer any questions they might have.

Plus, the ability to deliver constructive feedback is a powerful skill to have. Practice. It’s good for you.

4. Be specific in your feedback, and avoid scope-creep

Focus on one target area for constructive feedback at a time. If the person has a heaping pile of things that needs correcting, pick the highest-impact item and start there. Receiving too much constructive feedback at once can be overwhelming. At worst, it may make the employee shut down and resent you. And even in the best case scenarios, the employee may simply not know what to correct first, and be paralyzed or go off in the wrong direction.

Also, as we demonstrated in the constructive feedback examples above, use specific examples to support your feedback. Never give feedback based on your feelings alone.

5. Don’t be personal in your feedback

Give constructive feedback for thebehavior, not for theperson. An easy way to do this is to use the sentence structure, “When you [action],” or “Your performance on [project],” rather than using sentences that start with “You are.” A constructive feedback example about behavior is, “When you talk over Pam in the meetings, you’re making the women on the team feel less comfortable speaking up.” As opposed to, “You’re really rude to people, and it’s dragging down the team.”

(Video) 8 EASY Tips on How to Give Constructive Feedback

6. Explain the impact of the employee’s action

Help your employee by explaining the full impact of their actions — on you, on the team, on the company, and on their career. Let’s look at one of our employee feedback examples above, #18:

“I understand your feelings, and I know it’s frustrating when you feel your questions aren’t being answered. In the future, though, please bring your concerns directly to me. When you share them with your teammates, it creates a company culture of fear and negativity without providing answers.

This manager could have stopped with, “Please bring your concerns directly to me.” But by going the extra step and explaining why the behavior needed correcting, they help the employee understand the issue clearly, and make an informed decision.

7. Offer action steps, and follow up

As a general rule, if you can’t offer actionable advice to help the person move toward a positive outcome, then your feedback isn’t feedback. It’s a gripe. Help the person figure out the next steps. They may not always be the action steps you would have picked for yourself. But try what works for them. Then, set a meeting in a week to check back and see their progress.

Want to improve your 1-on-1s? Read:
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What about positive feedback?

We often focus on redirecting negative behaviors. But recognizing and reinforcing positive workplace performance is just as important, if not more. Integrally, it helps create a culture in which feedback is welcomed rather than dreaded — a culture open to dynamic, positive growth.

Drive employee engagement by reinforcing positive behaviors with affirmative feedback and public recognition. Here are some examples of positive employee actions you can give meaningful feedback and encouragement for.

  • Demonstrating leadership skills
  • Providing a morale booster
  • Being supportive and helpful
  • Attending training or pursuing professional development
  • Caring for the workspace
  • Being a safety leader
  • Facilitating a positive customer interaction
  • Taking initiative on a project
  • Receiving a positive customer review

Need to recognize one of these?Check out our 24 Positive Employee Feedback Examples for tips.

Ready to level up your management skills?

Were these employee feedback examples helpful? We hope so — and you might get a lot out of our positive employee feedback examples as well. But remember, feedback is just one part of the performance management puzzle.

That’s where we come in. Because at Kazoo, we’re passionate about bringing together all the tools you need to make work work better for everyone. That’s why the Kazoo Employee ExperiencePlatform brings performance management and recognition and rewards — including Goals, Feedback, Conversations, Recognition, Incentives, and more — into one simple, easy-to-use platform.

If you’re ready to align, connect, and engage your workplace, check out our Kazoo overview. Or, schedule a personalized demo today.

Learn more

(Video) Giving Constructive Feedback

FAQs

What is good constructive feedback examples? ›

Example of constructive feedback: "Helen, I always appreciate how productive and reliable you are, but I have noticed a change in your performance lately. Turning in assignments late is unlike you. I wanted to check in with you to discuss any challenges you have been facing and understand how I can support you better."

What are some examples of positive feedback for employee? ›

Positive feedback you can give

You've been doing a great job lately. You're so talented at staying flexible on any project, which helps everyone on the team. You have grown so much in your role since starting here. Thank you for your hard work, and let me know if there is anything I can do to make working here better."

What are some examples of feedback? ›

I believe I would be lost if you weren't in the office, and I'm happy to say that I don't even know if I'm right. Thank you for always being there.” “Actions speak louder than words, and your constant enthusiastic presence breathes life into this organization every day.”

What is positive constructive feedback? ›

Constructive feedback is the type of feedback aimed at achieving a positive outcome by providing someone with comments, advice, or suggestions that are useful for their work or their future. The outcome can be faster processes, improving behaviors, identifying weaknesses, or providing new perspectives.

How do you give employee constructive feedback? ›

Giving Constructive Feedback
  1. Establish Trust. ...
  2. Balance the Positive and the Negative. ...
  3. Observe, Don't Interpret. ...
  4. Be Specific. ...
  5. Talk Face-to-Face. ...
  6. Don't Make it Personal. ...
  7. Provide Feedback Consistently. ...
  8. Be Timely.

What are some examples of positive feedback for manager? ›

Here's a list of nice things you can say about your manager during a review:
  • 1. " ...
  • "I appreciate the clarity you provide for project tasks" ...
  • "You're very inspirational and give the team excellent motivation to achieve our goals" ...
  • "You're always in a positive mood, which encourages me to have a positive attitude"

What feedback can I give my manager? ›

“I'm impressed by your dedication to recognizing our accomplishments and showing your appreciation for quality work. Your positive affirmations make me feel good about what I contributed.” For more examples of specifically negative comments for a manager, take a look at our examples of safe negative feedback.

Feedback is a great way to help your employees improve. This article includes 20 constructive feedback examples for you to use.

Let’s first see why you should give constructive criticism to employees, peers, and managers.. Think that the person giving you feedback wants you to improve.. Let’s first go through employee constructive feedback examples:. Is there something that I can do to make you enjoy work like before?. However, one thing that I have noticed is that you don’t seem to talk a lot at work.

This guide covers how to write effective performance reviews, what to include in your peer review, and a list of 15 phrases to.

A peer review at work is when co-workers evaluate each other's performance.. Peer reviews analyze co-workers' strengths, weaknesses, opportunities, and improvements – using skill evaluation to measure metrics such as employees' communication skills, interpersonal skills, alignment with company culture, attitude towards learning feedback, and openness to feedback culture.. Peer reviews give insights into your strengths, help you understand your weaknesses, and create improvement plans.. Helps employees and team members develop personally and professionally.. Do they have excellent communication skills?. DO NOT discuss your peer review feedback with other colleagues.. 5 Employee Peer Review Templates For Annual Performance Reviews. How do you give peer review feedback in remote teams?. When giving peer review feedback to remote teams, ‍. Encourage your remote team members to ask questions, share feedback about what is being discussed, and brainstorm alongside them on action plans for improvement for the future.. Managers can use peer reviews to measure the strengths and weaknesses of the employees they manage.. It gives them a complete picture of the employee being reviewed, thereby developing a learning and development program that includes the specific skills that each employee needs to improve.

How can you help your team thrive? Use these impactful employee feedback examples to empower your team members in the workplace.

There are three main types of workplace feedback managers can communicate: positive , constructive , and negative feedback.. While there is no limit to how frequently you can communicate positive employee feedback, reinforcing real-time feedback conversations are great ways to connect with your employees and deepen employee engagement.. How to give negative employee feedback in a positive way Good communication skills are crucial to providing negative feedback.. Because of all your hard work and grit, we’ve seen that [name the impact of their work on team/business goals].. “I want to talk to you about your work on this last project because your delay impacted the team.. Do you feel you have enough of a challenge in your work?. What were you feeling in the meeting?

Giving feedback is hard. That's why we compiled 60 performance review phrases to use when you're evaluating yourself, your direct reports, or your peers.

That’s why we put together this list of performance review phrases to guide you in the right direction and sharpen your ability to provide useful feedback - whether it's about yourself, your direct reports, or your team members.. I successfully completed [project or milestone] and, as a result, achieved [results] . This performance review phrase is less focused on your behaviors and more focused on the results of specific milestones you reached or projects you completed..  While it’s tough to talk about the areas you need improvement in, this performance review phrase is helpful because it immediately offers a solution to the “problem.” This shows your manager that you’re proactive, self-aware, and driven because you’re taking ownership of your weaknesses.. I’ve received positive feedback that this has really helped the team [result].. My feedback is for you to stop [action] because it results in [consequence] .. It’s important to make sure this action is one either you or a team member has witnessed multiple times - otherwise, it’s difficult to justify why your employee is receiving this feedback.. For instance, instead of asking them to stop being late to meetings, you can encourage them to start planning ahead for meetings so they get there early - pick whichever phrase better suits your management style .. Sharing feedback about someone you work with every day, who you may be friends with, is tricky - especially when the feedback is constructive.. This phrase also follows the SBI feedback model and will help your peers understand what actions or behaviors positively impacted you, and why.. It’s more of a suggestion based on behavior or results you’ve witnessed, rather than an ask to “stop” a certain behavior since this is feedback between two peers.

Check out these 8 best examples of constructive feedback with sample scenarios and deliver encouraging feedbacks to your employees for an engaged workforce.

The tone of delivering the feedback and the words you use may sometimes make your feedback sound more like a criticism which negatively affects the professional relationship .. Positive employee feedback would be like this -. Also, at the same time, you can observe how others do their work and learn a few more things.. Ruby makes up as one of the great team members in terms of performance but struggles with her communication skills. Constructive feedback here would be-. "As your manager, it's my job to keep everything and everyone organized in the workplace.. We convey our feedback to help you guys keep up the excellent job.. Would you like to tell me what it is that you're working on?. As a manager, you are required to give feedback on your employee’s performance.. Positive employee feedback here would be-. The penultimate reason I'm delivering this constructive feedback is that my employees feel confident about themselves.. Giving feedback from time to time is a quintessential part of a manager's job role, which one must never ignore.

Performance Review Phrases: See 300 suggestions in 20 areas for how you can better structure a performance review for better team feedback.

Demonstrates good time management skills. Is easy to work with, and encourages others to work together as a team. Contributes innovative ideas in group projects. Works effectively with clients. Is able to delegate tasks and responsibilities effectively to appropriate team members 3.. Contributes new ideas to team project discussions regularly. Is an effective time manager. Demonstrates effective leadership skills when solving group problems. Can effectively prioritize work so that the most critical assignments receive attention first. Does not manage his/her time effectively. Fails to effectively prioritize work so that the most critical assignments receive attention first

While managers often feel uneasy about giving employee feedback, it’s essential for making positive changes in your business. We’ve provided our top

We’ve provided our top employee feedback examples to help get you started.. In this post, we’ll look at some internal communications ideas and examples of effective employee feedback.. Showing that you understand and want to find solutions together will ensure that employees are responsive rather than defensive to your feedback.. Proposing solutions: this is one of the main goals of employee feedback and shows that your objective is not to criticize but to make improvements.. Think of these employee feedback examples as templates for the sort of feedback you should give.. Your employees should always know when and how they did well.. Recently, I’ve noticed that you are doing great on projects (1) and (3), but we are behind on project (2).

A feedback culture motivates development and a positive work environment. Check out these 21 employee feedback examples & how to use them at the right time.

Before diving into our 21 employee feedback examples, let’s have a deeper look at the benefits of giving meaningful employee feedback.. When delivered with empathy, employee feedback can boost morale and give people more confidence in their work.. The employee can hear and take on your feedback (for example, if they’re going through an emotionally vulnerable time because of personal issues, it might be worth it to wait before delivering the feedback);. Reinforcing feedback (or positive feedback) Redirecting feedback (or constructive feedback·). Also known as positive feedback, reinforcing feedback is more impactful than many think.. Although the goal is to address issues, redirecting feedback should not resemble outdated practices of delivering negative employee feedback destructively.. The “feedback sandwich” is a cookie-cutter approach to feedback; it consists of buttering up the receiver with praise before serving them whatever negative feedback you came to give — then returning to a positive note to ease the burn.. The goal is to reach the lesson at the heart of feedback; we can overcome the fear of giving and receiving feedback with compassion for one another.. But if your company doesn’t have a strong feedback culture yet, giving constructive feedback to your manager probably feels like the last interaction you want to have at work!

Videos

1. How to Give Feedback
(Nutshell Brainery)
2. 10 Business English Phrases - Positive Performance Evaluations
(Espresso English)
3. Performance Reviews By Harvard Business Review: 20 Minute Manager series: Animated Summary
(BigIdeasGrowingMinds)
4. 6 TIPS FOR CONSTRUCTIVE FEEDBACK
(De Vuelta al Trabajo)
5. Ask Roxi Constructive Feedback
(Roxi Bahar Hewertson)
6. Employee Performance Review | Virtual Role Playing by Andreea, Elinor, Filippa & Massimiliano
(Ruby Bakshi Khurdi)

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